The role of an HR Business Partner is to solve complex organizational challenges through people-related solutions. You’ll need to understand every aspect of the business and be a thought leader on People and Organizational topics. You’ll partner with your business leaders to decide how we staff, onboard, develop, motivate, retain and organize work.
Act as a resource and advisor to employees and managers on performance management, coaching, new hire onboarding, integration and company policies and procedures
Partner with leaders across the organization to develop and support human resource processes and procedures to ensure accurate, timely and consistent delivery to all staff
Coach employees on employee relations matters including employee concerns, performance, performance improvement plans (PIP), training and development, advancement, etc.
Coach managers on employee relations matters including employee concerns, management of performance issues, exit strategies, selected recognition, etc.
Assume a key role in the content creation and execution of trainings as part of the larger L&D vision
Work with managers as appropriate to help ensure matching of project opportunities with employee development needs and other elements of Career Management
Experience and Education:
5+ years of progressively more responsible HR experience including at least 3 years of experience with organizational development, leadership development and training best practices. Must be used to building and delivering training sessions in a classroom or for remote team members, via Google Hangout or other similar channels.
Prior experience in one or more of the following areas:
New hire integration
Policy review and interpretation
A *Plus* to have experience in: Global HR, supporting an Inside Sales function
Strong ability to frame issues and solutions quickly and concisely.
Strong leadership, change management and facilitation skills required.
Excellent written and oral communication skills.
Ability to manage multiple priorities and competing deadlines while maintaining attention to detail.
Effective at building credibility quickly and maintaining relationships with clients, employees and HR partners.
Proven ability to manage confidential information.
Ability to work independently, a self-starter and proactive problem solver
Ideally has attended some GA programming
Approachability Is easy to approach and talk to; spends the extra effort to put others at ease; can be warm, pleasant, and gracious; is sensitive to and patient with the interpersonal anxieties of others; builds rapport well; is a good listener; is an early knower, getting informal and incomplete information in time to do something about it.
Composure Is cool under pressure; does not become defensive or irritated when times are tough; is considered mature; can be counted on to hold things together during tough times; can handle stress; is not knocked off balance by the unexpected; doesn’t show frustration when resisted or blocked; is a settling influence in a crisis.
Integrity and Trust Is widely trusted; is seen as a direct, truthful individual; can present the unvarnished truth in an appropriate and helpful manner; keeps confidences; admits mistakes; doesn’t misrepresent him/herself for personal gain.
Interpersonal Savvy Relates well to all kinds of people, up, down, and sideways, inside and outside the organization; builds appropriate rapport; builds constructive and effective relationships; uses diplomacy and tact; can diffuse even high-tension situations comfortably.
Informing Provides the information people need to know to do their jobs and to feel good about being a member of the team, unit, and/or the organization; provides individuals information so that they can make accurate decisions; is timely with information.
Organizational Agility; understands the cultures of organizations. Knowledgeable about how organizations work; knows how to get things done both through formal channels and the informal network; understands the origin and reasoning behind key policies, practices, and procedures; understands the cultures of organizations.
Dealing With Ambiguity Can effectively cope with change; can shift gears comfortably; can decide and act without having the total picture; isn’t upset when things are up in the air; doesn’t have to finish things before moving on; can comfortably handle risk and uncertainty.
Decision Quality Makes good decisions (without considering how much time it takes) based upon a mixture of analysis, wisdom, experience, and judgment; most of his/her solutions and suggestions turn out to be correct and accurate when judged over time; sought out by others for advice and solutions.
Action Oriented Enjoys working hard; is action oriented and full of energy for the things he/she sees as challenging; not fearful of acting with a minimum of planning; seizes more opportunities than others.
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